Wellness programs can range from a home run to a total strikeout. We talk a lot about how to make a great corporate wellness program, but what does it take to make an absolutely terrible one? Let’s discuss!
- Don’t measure it: Don’t track it, and just wing it. How many employees attended that lunch and learn last week? One? Fifteen? Zero? Eh, who cares. Let’s just blindly assume the approach to wellness is resonating with the employees and that the participation (whatever it is) is worth the investment.
- Don’t ask for feedback: How did the employees feel about the activities implemented? Did they like it, or do they want something different? Ummmm, feelings? Opinions? They don’t have those. Anyway, something must be better than nothing.
- Don’t make it regular: One event on a random Tuesday this month with an email notice sent out the day before at 4:55pm will definitely maximize our ROI this year. Hey, maybe we’ll even throw in another one a couple months later to really see those returns skyrocket.
- Don’t include a stress reduction component: Because no one is stressed, and it definitely doesn’t impact their work if they are.
If this resonated with you…I’m sorry to say you’re out of luck. This is NOT how we run our wellness programs. All of our programs are based on 1) analysis, 2) communication, 3) consistency, and 4) whole-person wellness.
We know that the benefits of a wellness program take time and consistency to truly maximize value on investment. We also know that different companies and workplace cultures have different needs. There is no one size fits all! So soliciting feedback from the employees and tracking participation is crucial in order to design the program that will be the perfect fit for your company. And finally…stress reduction? Yep, that’s CRUCIAL to your employee’s wellness, and we’ve got you covered there as well.